Succession planning is a key part of ensuring you continue to provide well-led, consistent and quality care. This pilot supports aspiring managers to develop those skills required to step up to the next level. People who have prepared for the registered manager role start it with more of the skills and experiences they need.
If you’re a manager or employer, then supporting an aspiring manager isn’t just about them, it’s also about supporting yourself. Being able to delegate, take leave and share responsibilities is easier with well-trained and supported staff.
Our research suggests your next manager is already working for you, but that they may not be thinking about becoming a manager yet. When we surveyed managers in 2017, the majority told us that they became a registered manager by taking an opportunity with an organisation they were already working for; but that they hadn’t necessarily planned to become a manager.
Over the course of six months, aspiring registered managers are supported to develop their skills, confidence and knowledge. Every activity is aligned with our Manager Induction Standards (MIS) that set out what all managers should know and understand as part of their role. Each aspiring registered manager will:
- complete the five-day learning programme ‘Lead to Succeed’
- participate in three workshops with Skills for Care
- complete the Manager Induction Standards (MIS)
- buddy and network with peers.
The aspiring registered managers taking part have put themselves forward in partnership with their employers. Where they have recognised the potential in their staff, employers have told us things like:
We’ve already seen a difference in staff motivation, with her starting to find her way as a new team leader.
She will step in and do what is needed, working hands on alongside her team, leading by example.
Aspiring managers, showing the ambition to progress have told us:
I aim to provide and maintain a well-led service each and every day, whilst motivating my team to develop their own skills.
I would like to learn new skills and develop my confidence. I would then take this back into my role to help further develop the team I manage.
Each aspiring manager is from a CQC registered service, with an existing registered manager in post. They’re joining the pilot whilst in roles like senior support worker, team leader, care supervisor and deputy manager.
I think the pilot is an amazing opportunity for future managers. The confidence that my manager and other learners have shown in me has made me believe in myself. Lucy Doughty, company manager, Wirral Independent Living and Learning.
To read about the impact that this pilot has had on Lucy Doughty, read her blog here.
Read more about Daniel Dutton's experience here.
Read more about Hannah Eccles' experience here.
Highly-skilled staff are an investment
. Daniel Dutton, Senior Support Worker, Fine Futures
I feel more confident and find I can deliver things and interact with people with more faith in what I am saying. I don’t feel like I’m pretending as much as I used to. Hannah Eccles, Area Manager, Fine Futures
I thought this was a fantastic idea to give those staff wanting to become managers the chance to firstly, gain the confidence to become registered managers, and secondly to understand the qualities and skills they will need to fulfil this role. Dave Large, Chief Executive, Wirral Independent Living and Learning (WILL)
Read more about Dave Large's experience of the pilot, from an employer's perspective, in his blog here.
Succession planning is a key part of ensuring services continue to provide well-led, consistent and quality care. You can see an overview of our work in this area here.